Trying to gather some competitive data on salaries for a particular job function? Here are six strategies you can use to gather important salary information. Knowing your market value before you start interviewing will help you craft a sound negotiation strategy later on if you are selected for the position.
“More?? You want more??!” is the cry we remember from Oliver Twist’s warden when poor Oliver asks for more gruel at the orphanage. Well, this is actually not the common response from employers when candidates have negotiated their salary, even in this economy.
I have coached several job seekers in the last month to successfully increase the salary of job offers. Two come to mind in particular, both in local government jobs which officially had hiring freezes. In one of these two cases, the candidate was offered a position at a level 2 grade and wanted to make the case that he was worthy of a level 3 grade because of his master’s degree. I actually called one of my contacts at the human resources department and asked how salary grades related to education and other credentials, and was told that the grades don’t necessarily correlate with anything except the length of time an employee is in the job (in this particular city government). The HR representative actually said “I seriously doubt whether he would get any more than what is offered, because we are laying people off and have a hiring freeze.” … Read more
For certain we are enduring one of the worst job markets since the 1930s. Unemployment is still near double digits and we are now only seeing early buds of a recovery. Jobs are far and few between and those landing are bolstered by solid networks and a great ability to communicate their accomplishments to employers only too willing to hire the best, the brightest and the most economical.
With that as a backdrop you would logically think that landing any job under any circumstance would be the order of the day. Not likely! In We now operate in an era of “mutual employment trust,” whereby employee and employer are on equal footing with each having the right of first recusal. This means that both the job seeker and the employer have equal rights to find each other unfit or unqualified. Sure jobs and job offers are hard to come by. But jumping at the first job that comes along might well be fool hardy at best or a disaster of major proportions at worst.
So what is the litmus test to ascertain if an employer is unfit to have you grace its presence? Here are some flags to ponder. … Read more
It seems to me that random thoughts float in the air, ready to be absorbed by random people. Such was the case last week when I had two clients, both of whom had completed their degrees and then continued to bartend!
Furthermore, both hung onto bartending with the same rationale: to pay down a school loan.
Even though both had chosen a similar strategy to deal with debt, that’s where the similarity ended. One bartended, worked for his dad and then eventually got into B2B sales; the other bartended and took care of her grandmother who recently passed away.
Both are now intent on returning in some fashion to their chosen interests: the fellow to an interest in the medical field and the young lady to event planning. Both have a similar interview quandary: How to respond to the inevitable interview question about their career path’s divergence from university studies?
Truthfully of course! What other option is there? The one, who has been working for about a decade since completing his post-secondary education, can honestly say that he found the school-related debt load to be psychologically difficult, and so he elected to continue earning in an established area of success to pay it off. He can then mitigate any potential obstacles that might cause by continuing to share how that led him into sales, a field in which he has had great success (and share a few successes, chosen for maximum impact and impression), and which has led him to return to his specialty and enter the field of medical devices sales.
The other can honestly share that she found her educational debt load to cause her such trepidation that she continued with her bartending, and at the same time she stepped up to the plate to help her family with their beloved Nona’s illness and passing. Two years later, debt paid and no family responsibilities, she is eager to resume her original intent and launch her career in event planning. To overcome any lingering questions, she should share how she is now volunteering with a major local event committee, as a positive step towards her goal.
Some interviewers won’t like the situations and that’s fine; there’s precious little you can do to sway these. Others will appreciate the honesty, find the refocused energy appealing, and admire the personalities. Best to work for a company that supports your values anyways, and best to let those others go.
TIP: Avoid using words that are wimpy and apologetic, such as “just,” “only,” “not much,” or “limited.” Find ways to share your story with words such as “exceeding,” “considerable,” “extensive,” and “resilient.” Be proud of your chosen path and don’t let anyone undermine your focus, pride and confidence!
Conventional Wisdom- Don’t Talk Salary Before You Have an Offer. This kind of information and advice, depending on industry and specific situations, may not be relevant today. In some ways the recession changed some things about salary negotiations.
Here is what I have seen that you may want to note as an executive jobseeker trying to negotiate your best deal:
1. You May Need to Deal with Salary Issues Up Front. I realize that it would be nice to let salary and compensation discussion happen at the end of the deal. That would be great. But you may want to be ready to cover some very heavy compensation discussions early. Or you may be eliminated.
2. Just Because You Have a Starting Number Doesn’t Mean it’s an Ending Number. What I have seen is that if a recruiter introduces you they may start with a number. The company may ask you to give them a range or an idea. Do Not Be Afraid to Do This. In this environment don’t get eliminated up front.
Prove your value throughout the interview process. Don’t be too arrogant about money. Many competitors of yours will take less. Get the secrets of negotiating your best deal by practicing your approach. One client admitted this: “Before I talked to you guys and got more tactics in my favor, I wan hyper-focused on salary. That matters. But the overall deal matters more.”
Exactly right. If you understand your value then focus on that throughout the interview process. Don’t turn down a $134,000 job because it pays you 9% less than you want. Examine the entire value realize that you will more than make it up as you progress and the company realizes it can’t do without you. They will eventually pay up. At least that’s the attitude you need to have in negotiations.
Last point, realize this – Negotiating Begins with the Resume or Phone Screen. In fact, don’t let your guard down. Negotiations start with your level of preparation…even before you contact the company.
What’s the bottom line? It’s up to you to uniquely prove your value proposition throughout the entire interview process. Do not step on a salary land mine by pushing a high range immediately.
That does not mean you have to leave money on the compensation table. Market your value and the company or organization may just up their offer for you in any economic environment.
We continue our discussion of job-hunting obstacles, specifically overcoming perceived obstacles in the interview. So what aspect of your work history has you hiding, hesitant and horrified at the prospect of its discovery? That you lack post-secondary or relevant education? Lack local work experience? Is your hair too grey, your shoes outdated?
Perception can be influenced. Note that I do not endorse changing your personality or appearance, or returning to school — unless you WANT to do so. Anything less than 100 per cent commitment would be folly.
What I do endorse is that you examine what you perceive to be obstacles with a critical eye, especially those that are not deal breakers like the earlier discussion of termination. (That is closer to an insurmountable problem than age, education or experience.) The solution to these lesser issues is often in your own communication — your body language, tone of voice, choice of focus. All can influence how you are assessed, and whether you are perceived to be a viable candidate for the job.
(For the purposes of this discussion, we will assume that your resume did communicate value and that you landed an interview.)
Here are a few ideas for those amongst us “of a certain age,” and the next issue will address education and experience.
For the Mature Worker
Tackle the interview team’s possible concerns proactively. To overcome the perception of being out of date, refer to industry knowledge with appropriate jargon and to current reading or studies with specifics, not generalities. To overcome the perception of not having energy, share a story of your daily jogging routine, regular workouts, or active volunteering.
For example, in response to the typical “Tell us about yourself” question, you could reply “Well, just this morning after my usual workout — I work out almost every day and I think that’s what keeps me so healthy; I only missed one day last year, which is far below the company’s average of 10 days — anyways, back to my answer — I logged on to continue a self-study program in web design. I’m passionate about web sites and constantly add to my skills and knowledge. In my current job, for example, I created user-friendly websites for our customers that incorporated the newest sales-boosting technologies. They’ve been so happy with the outcome that referral business is booming, in fact it’s up 25% over same time last year.” … all of a sudden your grey hair seems quite trendy!
If you are stepping back to a lesser role, and are asked how you will feel reporting to a younger person, explain how you are ready to turn over crises management to others, but that you’d make an outstanding support person. Add that your in-depth knowledge and experience could be useful—if needed. Layer in a recent workplace story of advice you provided to a younger-in-age, senior-in-reporting-structure co-worker — only when you were asked — and how your advice affected a positive outcome. Add in that you were happy to allow the advice-seeker enjoy the limelight, and the concern that you may wish to take over your future manager’s position has vanished.
When asked about how you’ll manage with a smaller salary, you can share how you’ve scaled back expenses since you retired, and have learned to live with a lot less, and that besides, you are only looking to augment your current income and put your excess energy and customer service skills to good use. Throw in a few of the many novels that you’re finally reading, and you’ll have convinced the interview team that you mean what you say.
It’s odd how we tend to freeze up in an interview and assume that we’re dead in the water as soon as they see us or question us, when the truth is that the outcome is equally in our hands. Or rather, in our attitude. Take charge of your behavior, develop strategic answers, hold your head high, and speak with confidence.
The truth is that it is not necessarily the most qualified applicant who lands the job offer; it is the candidate who interviews best who is offered the job.
Many job hunters have an “Achilles’ heel”; a perceived obstacle that holds them back from feeling 100 per cent confident of their candidacy. For some it’s the lack of the identified degree or certificates; for others, it is their age (too young or too old); for another it is an eclectic or job-hopping history; and for many, simply a lack of confidence!
There are all-too-real obstacles that are difficult to overcome: termination for cause or a criminal record are examples. Those require the expertise of an experienced career coach or perhaps a specialized service that assists with a re-entry into society.
But for most job applicants, these “perceived” obstacles can definitely be managed. Here are a few examples of interview scripts that can take the emphasis off the identified issue and place it where it belongs: on your value as an employee. This blog will deal with termination, and a future blog will address other perceived obstacles.
The worst aspect of being let go is the almost inevitable loss of confidence. Refocus your attention from the reason of your termination to your skills, accomplishments, attributes—the value you offer your next employer—and you will soon be back at work.
Downsized, outsized or otherwise set free
If you’ve not been fired, but have had your position declared redundant, or you’ve fallen victim to the indulgences of new management that sees your style as incompatible with its vision, you can customize a version of the following speech.
“In my last employment I really enjoyed my job and worked with great people. However, with new management at ABC, who brought new ideas and vision for the business, I and a few other long-time employees found our positions declared unnecessary or our styles incompatible. However, I’m proud of my work while I was with ABC Corporation. I was a very effective supervisor: I eliminated several fulltime positions by redistributing tasks; increased productivity by leveraging technology to shorten procedures; and assisted with bringing our company into ISO guidelines. One year alone I saved the company over $200,000.”
The idea is to provide a quick overview of the circumstances, and then transition to a place of strength by refocusing on your value as an employee.
Terminated
Now, this one depends on the why’s of the termination. Here’s a speech to customize if you were terminated without cause.
“While at ABC Corporation, as Administrative Assistant to the Manager of Communications, I made sure that I kept her up to date with reports, research, and replies. However, when my longtime manager left for another job, I found that the new manager and I didn’t get along. I did try, but ultimately was let go. Nonetheless, I value the five years I spent there. I learned a lot, taking courses in electronic filing, in business writing, conflict resolution; in fact, I have a full page of courses I participated in and applied in my work. Those applications resulted in great performance reviews, pay increases, added responsibilities like mentoring junior staff and more. My next employer is going to benefit from a very well qualified Administrative Assistant.”
If you were terminated with cause, i.e. you deserved it, then you will have to admit to your fault, state that you’ve learned from it, and finish off by sharing how you positively impacted the bottom line. Ideally, to overcome this more serious challenge it is critical to network.
A visitor to my SalaryNegotiations.com website asked this question: When looking on salary.com and other websites, they don’t have the specific job I’m looking for. How do I give them a salary range without going over or under, but still getting the highest salary they can afford?:
My answer… and I welcome others’ comments.
TWO strategies.
First, let them go first and reply by adding 25% to their offer. It’s unlikely that will leave money on the table, and you can come down from there to what you think is your best offer.
Second: There’s also glassdoor.com, vault.com, payscale.com, jobstar.org, and many other sites to find a competitive salary on.
Negotiating in a tough economy. Many people ask me whether they can still negotiate when it’s an Employers’ Market. The thought goes like this: If I start negotiating, I’m sending my potential new employer a message: “I don’t accept the job [yet.]“ Isn’t that dangerous? Couldn’t they lose the job offer?
In a Job Hunter’s market is’t save because the employer has little choice. Negotiate or lose the candidate. In an Employer’s market it’s more like, “You don’t want the job at that salary? NEXT!”
My coaching encourages candidates make a trade: give up a little negotiating leverage in trade for “locking in” the offer. They can say, “Mr. Employer, the offer you just extended is firm, right?” After the employer assures you that’s so, the candidate says, “Thanks, because there are a few things I’d like talk about and didn’t want to jeopardize the actual offer as it stands…” Comments from thought leaders?
